The purpose of faculty evaluations is to serve as a mechanism to measure and enhance faculty members’ professional development and productivity, to assist faculty members in achieving their professional goals and the goals of the academic unit and university. The department chair, or designee with supervisory authority (e.g., division director), is responsible for an annual, written evaluation of all regular faculty (non-tenure earning, non-tenured, tenure-earning and tenured) and to provide feedback concerning past and future faculty performance. The primary assessment of the faculty member’s performance shall be conducted in a professional manner that both upholds the highest ethical standards of the educational process and respects the integrity of the faculty member, the department, and the discipline.

Annual evaluations should help promote the productivity of faculty by articulating any actions that will enhance professional contributions, by recognizing relevant talents, abilities and contributions, and by identifying any areas falling below expectations that should be addressed during the next evaluation period. The annual faculty evaluation process should be designed to establish a link between the evaluation and considerations for merit increases, tenure, and promotion. University and academic administrators shall value and reward teaching, scholarship, and service contributions, consistent with each academic rank, type of appointment, and program priorities. In the case of faculty members who have not achieved tenure or promotion to associate professor or professor, the department head should take particular care to relate the faculty member’s job performance to the promotion and tenure criteria established in this Handbook “Faculty Appointments, Promotions, Tenure, Resignation, Termination and Grievance.” Further, the process is based upon the following guiding principles:

The department chair, or designee with supervisory authority (e.g., division director), has ultimate responsibility for the faculty evaluation process.

Criteria for annual evaluations should be aligned with criteria for promotion and tenure and the UAB Standards of Behavior.

Annual evaluations and responses to the evaluation must be in writing.

Verbal feedback is also recommended as an important part of the process.

Faculty members and the department chair should annually establish and monitor goals which should be assessed as a part of the annual evaluation.

Reviews should be completed annually in a timely manner.

In addition to the above, the department chair, or designee, is responsible for an annual, written assessment of all non-regular faculty (full-time, part-time, adjunct, voluntary, or emeritus) who are instructors of record (§2.9). The assessment should reflect the non-regular faculty member's contribution to the institutional mission and be commensurate with their effort.

Faculty Member Rights:

Faculty member rights in the annual evaluation process shall include the following guidelines:

A copy of the written evaluation is provided to the faculty member, and a copy placed in the faculty member’s department activity file.

Every faculty member has access to his/her department activity file.

The faculty member has the right to read and discuss the evaluation and the right to provide written feedback in response to the evaluation.